the national core indicators staff stability survey · 2015-08-17 · results of this survey will...

The National Core Indicators Staff Stability Survey

Dorothy HiersteinerResearch Analyst, HSRI

Agenda

• National Core Indicators

• Why we expanded the Staff Stability Tool

• Design/Development

• Survey directions and specifics

• Pilot results and next steps

• Why is this important?

• Questions?

National Core Indicators (NCI)

Today. . 1.2.3.

NCI Survey Data Uses

• States use NCI data for myriad purposes Benchmarking system performance

Compare system performance with other states and to NCI average

QA

CMS assurances/HCBS transition plans

Advocacy

We wanted to create a tool to measure Staff Stability that could be used in same ways.


Why did we decide to expand the NCI Staff Stability Survey?


Why Did We Want A Tool To Look At Staff Stability?

• Escalating demand for LTC Services oriented towards home and community based settings DSPs are critical to increasing services in least

restrictive settings

• Growing body of research demonstrates that stability of workforce has direct impact on consumer outcomes

• Lack of data about direct service workforce Data are needed to assess how state’s DSP

workforce is changing or improving and where challenges lie

Prior NCI Staff Turnover Survey

• Asked about vacancy rates and turnover

Not utilized frequently

Didn’t provide info that states need in order to assess workforce stability

• Used Survey Monkey to assess states’ interest in the Turnover Tool

Didn’t feel it provided relevant data


Examples of How States Can Use Staff Stability Data

• We wanted to create a tool that would help states: Inform policy and program development regarding

direct support workforce improvement initiatives Monitor and evaluate the impact of workforce

initiatives Compare state workforce outcomes with those of

other states Provide context for consumer and family outcomes Build systems to more effectively collect, analyze,

and use DSP workforce data


How we designed the survey


Design Process• Survey of state staff on old Staff Turnover tool

Assess interest in new survey

• Literature review

• Consulted with Provider Focus groups (ANCOR)

• Put together draft

• Got feedback from:

State DD Directors

DSPs

Provider agency management

• Pilot


How it works• All provider agencies working with the state to

support adults in residential, work, day services and community integration are included

• The state forwards to HSRI one email address for each agency

• HSRI sends a unique ODESA link to each provider who will input data directly

• MEANWHILE: State sends communication to all providers Why providers are being asked to participate, why the

state has chosen to do the survey, anonymity, etc.

• State also initiates contact with State Provider Network


Example Email with Unique Link

Dear Ohio Provider,

As you were made aware by a recent email, Ohio Department of Developmental Disabilities is partnering with the National Core Indicators Project to collect data on Direct Support

Professionals. We will be collecting data on volume, stability, compensation and benefits of Direct Support Professionals serving adults with intellectual and developmental disabilities age 18 and older. The data gathered from this voluntary and anonymous survey will help Ohio

Department of Developmental Disabilities

Inform policy and program development regarding direct service workforce improvement initiatives

Monitor and evaluate the impact of workforce initiatives Compare state workforce outcomes with those of other states Provide context for consumer and family outcomes

Build systems to more effectively collect, analyze and use DSW workforce data

Results of this survey will be reported in the aggregate, and your organization will not be identified in any way.

When completing this survey, please consider direct support professionals who were on the

payroll during any period between November 1, 2013 and October 31, 2014.

Here is your unique link to the survey tool:

http://systems.hsri.org/NCISSS/Survey-Entry.asp?UID=TestUID4

If you have any questions regarding the Staff Stability Survey, please contact:

Tina Evans [email protected]

614 752-9028

We thank you in advance for taking the time to complete this survey.

The NCI Staff Stability Survey


Survey Instrument• Questions ask about:

Types of services provided Turnover/tenure Wages Benefits Recruitment and retention strategies

• Recommend it goes to person responsible for HR/Payroll

• We’ve used terminology and definitions that are general Wanted the language to be recognizable to a wider audience. Example: terms to refer to types of services—we didn’t use

state-specific language/program names.


Types of Direct Support Professionals (DSPs) to Include:

• The direct support workforce includes the following job titles and those in similar roles (this list is NOT exhaustive): Personal Support Specialists (PSSs) Home Health Aides (HHAs) Direct Support Professionals (DSPs) Certified Nursing Assistants (CNAs) Homemakers Personal Attendants/Personal Care Aides Direct Support Professionals working in job or vocational

services Direct Support Professionals working at day programs or

community support programs


Whom to Include

• DSPs whose primary responsibility is to provide support, training, supervision, and personal assistance to adults with intellectual/developmental disabilities who work in the following settings:

Residential services

In-home

Day programs and community support

Job or vocational

• All full-time and part-time Direct Support Professionals.

• All paid staff members who spend at least 50% of their hours doing direct service tasks even if they are also supervisors.

Don’t Include

People who are hired directly by the person or the person’s family for whom your agency’s role is limited to being a fiscal intermediary/employer of record.

People only working in school settings for children through 12th grade.

People providing therapy services (nurses, social workers, psychologists, etc.)

People providing seasonal services, such as summer camp counselors.

Administrative staff, managers or directors who don’t spend 50% or more time providing support

Pilot Results


Pilot Data from the period of 11/1/13 to 10/31/14

• State 1: Providers certified with state 1750 provider email addresses 212 valid provider responses (total N) 12% response rate

• State 2: Providers with open contract with the state 98 provider email addresses 24 valid provider responses (total N) 24% response rate

Pilot findings (Procedure)

• Response rate low

Time of year (December = Holidays)

Email addresses were difficult to get.

• Survey itself not challenging

30 min-1 hr. to complete

Instructions and explanations were clear

Findings (Procedure)

• Unique email was forwarded to others

Forwarded outside of agency

• Anonymity?

• Terminology

• Questions were simple to answer and clear and concise. Instructions were also clear.

• Providers found questions important and were hopeful that the info would be useful.

Interesting Pilot Findings(non-representative)

Type of Service State 1 (212) State 2 (24)

Residential Supports 71.7% 66.7%

In-Home Supports 68.3% 50.0%

Non-Residential Supports 53.1% 91.7%

State 1: 212 responding provider agencies employ a total of 16,071 DSPs with an average of 76.2 per provider

State 2: 24 responding provider agencies employ a total of 3,135 DSPs, with an average of 130.6 DSPs per provider

State 1: 36% of providers provide only one type of service (the rest provide multiple types of services)

State 2: 25% of providers provide only one type of service (the rest provide multiple types of services)

Length of Tenure

Percentage of total DSPs who have been continuously employed in a direct support capacity for…

State 1Percentage of Total # of DSPs(16,071)

State 2 Percentage of Total # of DSPs(3,135)

Less than 6 months

15.2% 33.1%

6-12 months 12.8% 19.9%

More than

12 months 57.3% 45.4%

Percentage of separated employees who had been continuously employed in a direct support capacity for …

State 1 percentage of total # of separatedDSPs (6,947)

State 2 percentage of total # of separated DSPs (2,514)

Less than 6 months

27.1% 47.8%6-12 months 16.3% 24.0%

More than

12 months 35.2% 27.5%

Turnover

• In State 1, the number of separated DSPs in the past 12 month period (6,947) divided by the number of employed DSPs (16,071) reveals a turnover rate of 43%.

• In State 2, the number of separated DSPs in the past 12 month period (2,514) divided by the number of employed DSPs (3,135) reveals a turnover rate of 80%.

In State 2, in Large Providers (61+ DSPs) (N=8) there was a turnover rate of 84%

Wages

• In State 1, DSPs providing Non-Residential Supports earned the most, at $11.74 per hour Residential 10.30/hr. In-home $9.80/hr. The average wage across all service types was

$11.20/hr.

• In State 2, DSPs providing Non-Residential Supports earned the most, at $10.67 per hour Residential $9.23/hr. In-home $9.31/hr. The average wage across all service types was

$10.18/hr.

Full Time/Part Time

• State 1: 87% distinguish between FT and PT

Average # hours that define FT=35

64% of providers define FT as less than 40 hours per week minimum

• State 2: 87% distinguish between FT and PT

Average # hours that define FT=31

90% of providers define FT as less than 40 hours per week minimum

State 1: Benefits

FT PT

• Paid Sick Time

76.0 45.0

• Paid Vacation Time

78.9% 44.4%

• Paid Personal Time

70.7% 43.2%

Health Insurance*

58.5% 14.6%

Dental Coverage

54.4% 15.8%

Vision Coverage

49.1% 15.2%

*23.8% of providers offer health insurance to both FT AND PT

State 2: Benefits

FT PT

• Paid Sick Time

70.0% 15.0

• Paid Vacation Time

70.0% 15.0%

• Paid Personal Time

60.0% 15.0%

Health Insurance*

70.0% 5.0%

Dental Coverage

60.0% 5.0%

Vision Coverage

50.0% 0.0%

*7.1% of providers offer health insurance to both FT AND PT

Other BenefitsUnpaidtime off

Employer paid job-relatedtraining

Employersponsored retirement plan

Employer sponsored disability insurance

Flexible spending account

Health incentive programs

State 1 45.6% 59.6% 43.3% 26.9% 21.6% 14.6%

State 2 47.8% 65.2% 30.4% 13.0% 17.4% 13.0%

State 1: Other responses• Unfortunate events borrow plan• One paid bonus day per month• Life insurance• Credit union membership• Financial planning• Bonuses (attendance, disciplinary

documentation, etc.)• AFLAC deductions

State 2: Other Responses• Mileage• Gas reimbursement• Cell phone• Bonuses

Recruitment and Retention

• Paid recruitment incentive program;

State 1 54.5% -- State 2 28.4%

• Realistic job preview

State 1 90.9% -- State 2 80.3%

• Code of ethics

State 1 100% -- State 2 87.4%

• DSP Ladder

State 1 50.0% -- State 2 44.7%

Survey Roll-Out

• 9 states are participating in the roll out. Data due June 30, 2015. Refers to period 1/1/14-

12/31/14

• Data collection has begun Email address of HR person Specified that should not be forwarded out of agency Do not delete responses

• One state is making survey mandatory NCI role is minimal

• Working on analysis plan-how to make valid comparisons between states

What’s Next?

• Working on increasing provider buy-in, to enhance response rate.

• Survey for DSPs employed directly by individual receiving

services?

• Further assessing reasons for turnover

• Help states to benchmark and track progress

• Link to NCI survey outcomes

What did

they say?

Contacts

• HSRI

Dorothy Hiersteiner: [email protected]

• NASDDDS

Mary Lee Fay: [email protected]

• NCI website: www.nationalcoreindicators.org

mailto:[email protected]

mailto:[email protected]

http://www.nationalcoreindicators.org/

the national core indicators staff stability survey · 2015-08-17 · results of this survey will...

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